4employers

Free Job Posting

Here is a great article about job boards and how to post jobs for free. Psychometric testing is great but you need candidates to test first so you need to know your way around the tens of thousands of job boards. The good news is it is free. Check out the article here

PAs, Admin & Secs - New Report

PeopleMaps has just launched PAs, Admin & Secs the personality report for employers recruiting or training in these roles. These can be difficult and demanding jobs and the wrong person can have a far reaching impact on the company. This report Will help you make better hiring decisions and increase the effectiveness of any training.

Customer Service with a Smile

Question: How does customer experience affect your business?
Answer: There's a general rule that twice as many people tend to be told about a bad customer experience that about a good one.

Whatever the statistic, we're sure you aim for excellence in customer service...

And giving good customer service isn't going to be easy if you have the wrong person in the role.

PeopleMaps can help you! There's now a PeopleMaps personality profile especially for customer service staff.

Dealing with topics of particular importance to customer service success, this report offers you the opportunity to measure up your customer service candidates on much more than their experience and qualifications.

You can see what the report contains here. Use it for your recruitment and you're a big step closer to making sure your customers are smiling when they deal with you.

Recruitment made easy

If you're a small company, we bet that recruiting for vacancies is not always pleasurable: just keeping track of your applicants can often be difficult without the aid of any dedicated HR personnel.

The PeopleMaps Job Application Manager feature allows recruiters to send potential candidates to one web address to complete an online application form - and a personality test!

It's really easy and means that you only have to access one system when evaluating applications and creating shortlists - no lost application forms, or misplaced CV's.

It's another feature designed to make your recruitment process easier - and best of all - it doesn't cost you any extra money.

If you want to try it out - sign up for a PeopleMaps  corporate account. If you've already got a PM account, be sure to ask Hudson to switch on the feature for you.

Psychometric Testing makes everyone's life easier

Candidates are inherently suspicious of psychometric tests. Understandable as many employers misuse them and keep all the information to themselves. However with proper use psychometric profiling will help the candidate and the employer discover if the job and the candidate are a good match. You see unless it works for both of them then there isn't a good deal on the table. It should be a win: win situation and nothing less. Maybe i'm an idealist but as an employer wouldn't you prefer that the candidate left the interview knowing that the job just wasn't suited to them and why? Surely better than them thinking they weren't good enough in some way. Pschometric profiling should be helping to reduce judgementalism and it can if it is used properly.

Hiring priorities

There is an old saying "we hire on skill and fire on attitude". Of the two, the easiest thing to test and identify is skill, which is why so much of the recruitment process rotates around it. Evaluating attitude in the short space of time we have during the recruitment process, is very difficult and subjective. However profiling helps with this and lets us understand what kind of person we have in front of us.

 

Of the two things that can be modified or improved, "skills" is the easiest. It is much easier to improve someone's skills levels than it is to modify their "attitude" or natural behaviour pattern. It is ironic therefore that we are more likely to hire someone based on their skills (which can always be enhanced) and not on their personality. If you have the choice you would take someone with the right skills and the right personality. However if candidates are thin on the ground then you may have to compromise and what will you give priority to? Candidatres that have the skills but don't fit with your personality benchmark? Or candidates that have a compatible personality but dont have all the skills you need.

 

I have a client this now that is not selecting candidates because they are failing the English test. He is selecting candidates whose personality profile do not match his benchmark but that have good English. My belief is that if you have to compromise, then don't automatically choose skills over attitude. There are plenty of English teachers to be found. Behavioural psychologists are much more difficult to come by as are good candidates that will fit in with your existing team with minimum fuss.

Psychometric can help you understand what you are looking for in an employee

Do you know what kind of person will work out best in the job role you have vacant? This is one of the most difficult questions you have as an eployer. Psychometric testing can help you translate what you "feel" into something more tangible; a personality benchmark.

If you are experiencing a high turnover in a job then you should look at your benchmark and see why.

Can't find the right person for the job? Psychometric testing can help you.

Employers generally look for too much from the one person. Often the chances of finding the combination of skills and talents in the one person restricts your options to a very small percentage. If you want to have more to choose from then worry less about the skills set and think more about the personality. Employers hire on skill and fire on attitude. Using psychometric testing you can be surer of finding the right attitude. Thereafter you can think about what skills training they may need. With the right attitude, skills can be learned.

Age Discrimination

Age discrimination is illegal. Read more about how PeopleMaps profiling can help you keep within the law. Download the white paper Download age_discrimination_will_become_illegal.doc

Psychometric testing and your marriage

Did you know that you spend more time with people at your work than you do with your wife or husband? (waking hours). Given that this is the case how come we invest less in selecting our work colleagues than we do our partner in marriage. We hire people based on one love letter (the CV) and one date (the interview). Did you propose marriage after one letter and one date? My point? Get to know the people you will spend the rest of your life with (your working life).